Hello,
We have been in recruitment for over 5 years, catering to Middle Management and Top Management requirements with a team of 3 recruiters. We believe in providing quality service in the shortest possible time, and therefore, we don't handle more than 15 clients at a time. Currently, we are looking to expand and would like to know how we can do so rapidly. We are cautious about increasing our headcount immediately due to a previous bad experience where a recruiter ran away with all our clients and a major database of candidates.
We kindly request you to share your valuable inputs. Thank you.
From India, Vadodara
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5We have been in recruitment for over 5 years, catering to Middle Management and Top Management requirements with a team of 3 recruiters. We believe in providing quality service in the shortest possible time, and therefore, we don't handle more than 15 clients at a time. Currently, we are looking to expand and would like to know how we can do so rapidly. We are cautious about increasing our headcount immediately due to a previous bad experience where a recruiter ran away with all our clients and a major database of candidates.
We kindly request you to share your valuable inputs. Thank you.
From India, Vadodara
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When you expand your company, it automatically increases the stress and workload on the current employees. So, my advice would be to recruit a business development manager and acquire new clients. Then recruit freshers, train them, make them sign a contract for 18 months before joining. In the contract, make sure you mention that the information about the clients and candidates should be kept confidential, or else it will lead to criminal charges against them. Most of the freshers would not dare to do something like that; the cost will be less to recruit a fresher. Like this, you can expand your company gradually.
Another option is to provide internship options to final year MBA students who are looking for work experience. You can attract them, pay them some stipend of 3,000 or 5,000. Train them for a few weeks, then after the internship, give them an internship certificate. If any interns are good, you can make a job offer. As the internship will only be for 3 or 6 months, most of the candidates will not abscond.
Best of luck.
From India, Hyderabad
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Another option is to provide internship options to final year MBA students who are looking for work experience. You can attract them, pay them some stipend of 3,000 or 5,000. Train them for a few weeks, then after the internship, give them an internship certificate. If any interns are good, you can make a job offer. As the internship will only be for 3 or 6 months, most of the candidates will not abscond.
Best of luck.
From India, Hyderabad
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Dear Mr. Ramnaresh, thanks for your valuable advice. Just wanted to know if recruiting a business development manager will really bring in more clients, as the client acquisition part is presently being taken over by the 3 recruiters only. Please share your thoughts.
From India, Vadodara
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From India, Vadodara
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The only responsibility of the BDM is to acquire clients for the company and nothing else. I strongly suggest recruiting a BDM who has a proven track record in the same field with at least 4-6 years of good experience. If this is not economically suitable for your company, then I suggest continuing to use your previous method, i.e., via your recruiters, to acquire new clients, but hiring a specialist would be a better option. If no clients are acquired during the probation period of 3 months, simply relieve the candidate, or extend the probation period by another 3 months if you believe the candidate is capable, just to be on the safe side. You will never know until you try.
From India, Hyderabad
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From India, Hyderabad
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As an HR Manager, I would prefer the following method by any Business Development Manager (BDM):
1) Contact me by phone, explain the services. If interested, book an appointment, and then face-to-face, explain the terms and conditions, etc.
2) If I am not interested, simply take my email and send me the company profile, which I may use in the future. Follow up after two months or so.
Direct walk-ins by BDMs are not recommended by many HR professionals, as most of the time they are busy with other tasks and it is not very appealing.
From India, Hyderabad
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1) Contact me by phone, explain the services. If interested, book an appointment, and then face-to-face, explain the terms and conditions, etc.
2) If I am not interested, simply take my email and send me the company profile, which I may use in the future. Follow up after two months or so.
Direct walk-ins by BDMs are not recommended by many HR professionals, as most of the time they are busy with other tasks and it is not very appealing.
From India, Hyderabad
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Dear Mr. Ramnaresh,
As guided by you, we have started the process of recruiting a Business Development Manager (BDM) for us. If possible, please let us know how we can pitch/contact the HR of companies situated outside our city. I mean, what is the best and most reliable method to do so.
Please guide.
Thank you.
From India, Vadodara
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As guided by you, we have started the process of recruiting a Business Development Manager (BDM) for us. If possible, please let us know how we can pitch/contact the HR of companies situated outside our city. I mean, what is the best and most reliable method to do so.
Please guide.
Thank you.
From India, Vadodara
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